Professional Documents
Culture Documents
1. EXECUTE SUMMARY 2
6. CONCLUSION 11
7. REFERENCE 12
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1. EXECUTIVE SUMMARY
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Recruitment, Training and Healthy work atmosphere are the three
different characteristics that analysed in this discussion. The process
of new employment is referred to as recruitment. Recruitment
generally consists of important steps like, call for application, criteria
allocation, short listing, interview, salary negotiation and offer of
employment. Recruitment occurs in several ways. It’s all about
acquiring more human resources as per requirement. The
requirements can be met in various ways. Some of them are open
day recruitment, applications through own website, interview from
campus for fresh brains, employment from agencies on contractual
basis, and IJP which is internal job postings. Every job offer should be
in compliance with the rules and regulations. Some of them are
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Providing a healthy work environment is another challenge for the
HR dept. This is mainly due to the factor that there exists a multi
cultural society and it is not easy for people to mix into the crowd
that they feel is not welcoming, which is very humane. But these are
the things are to be discussed and evaluated for before the
employee comes on board. Personal Health and Safety guarantee is
also a concern which needs be addressed by the HR dept very
cautiously.
Like every other reputed organisation, Tesco ensures that the new
recruits are carefully nested into the organisation. They provide
training with payment options and all other facilities available for a
full time employee. Proficiency in work is the main aspect that Tesco
demands from the candidates. There are other facilities provided
like career development programs which also include personality
development and advanced career options. Every employee
maintains a PTR which is a Professional Track Record for upcoming
job options within the organisation.
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It is the responsibility of the HR team to ensure that proper shifts are
allocated and there is no mix up between the employees. This is also
a challenge since there are students who are not very keen on
appearing to work even though they know their responsibilities.
These are regular occurrences in any organisation and therefore
providing a back up whenever required is another task for HR dept
which they have been performing very well all this time. To ensure
safe working environments and safer facilities for the customers
Tesco prohibited the consumption Alcohol and related products
within the premises. This reflects the capability and vision of Tesco
to provide better work conditions for its employees. Tesco also
ensures that every employee is trained with disaster management
and other safety procedures so that safety is a priority for
employees and customers.
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which help them to keep the employees in work than appoint a new
one.
training program
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Management of Human Resource can be explained as linking Human
Resource with the Business Goals of the organisation. In this diverse
world, no two human beings are the same. They come with
complications of behaviour and invidual differences. To counter such
differences, two types of approaches has been developed, namely
Hard Approach and Soft Approach. There are two models of activity
developed in HR management based on these concepts which are
called Control Based Model and Commitment Based Model. The
former deals with an activity based which is strictly mechanical and
the latter is psychological. In the primary model of activity, every
aspect is controlled and monitored by external agents, which is the
Control Based Model. In the Commitment based model, the main
component of involvement is personal attitude of the employee.
Explained below are the activies of both the models.
final.
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3. This activity is purely based on psychological approach and
here motivation and reinforcement plays a very vital role in
achieving the goals set by the management.
4. There is total involvement of employees and their opinions are
valued in problem solving and idea formulation.
5. The total satisfaction of employee is a major component in this
HR model.
Tesco plc can improve and succeed further only if its customers are
satisfied. The characteristics of commitment based approach suits
best since it provides the employees an equal opportunity of
participation to improve the standards of service. Therefore, Tesco
has adapted commitment based model which encourages the
employee in understanding the core activities of the organisation
not forgetting that there is scope of improvement from all corners.
The suggestions and complaints of all employees are welcome and a
common effort is always taken to ensure a healthy atmosphere
within the organisation.
1. Data collection
2. Data Analysis and forecasting the results
3. Career planning
The above mentioned activities are directly linked with the various factors in an
organisation like culture, workforce development, values and existing salary structure.
HR planning involves various factors like Job Description, Selection Procedure,
Analysis of collated data etc. Future requirements are forecasted depending on the
existing turnover ratio and a detailed study into the reason for the same. This helps in
the recruitment which follows by analysing the new candidates and scaling them
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across the existing situations. Forecasted result helps better understanding of the
requirements and avoids recruitment of excess staff.
There are different methods of analysis of Candidates for the requirements of the jobs.
If the candidates are not allotted the jobs according to their calibre, it could end up in
wastage of resources. Different techniques like tests and questionnaires followed by
interviews and survey methods are some of the methods that are generally adopted for
this purpose. Tests like aptitude tests and attitude tests are the ones that are generally
applied. Recent developments are performance tests which are conducted in large
scales and then prospective candidates are shortlisted accordingly.
The procedure names supply analysis is adopted to allocate the number of candidates
required to perform a group activity. Identification of availability of staff and
minimum number required are the factors that help in right allocation. This analysis is
carried out depending on the existing market trends and technological developments.
Allocation of effective routine and schedules help wastage of resources, thereby
resulting in effective utilisation and improved productivity.
Apart from recruitment, there are other inevitable roles performed by the HR dept that
are appreciated across the management. This includes leadership development, career
analysis, personal development, quality development, performance analysis and so on.
The total purpose of a Career development program can be to improve the
performance of an individual on professional grounds. These programs can also
include external training opportunities in lines with the requirement of the role
undertaken. They come at and extra cost to the company which the company would
expect to recover from the performance of the employee for the future requirements.
Orientation of employees helps understand the value of employment and personally
attend and be responsible for upholding the values of the organisation. Technical
training on some levels help improving the thought process of an employee which
could trigger brighter ideas regarding the process he/she is involved.
In the existing conditions, where the world is a global village, the understanding of
international values is very necessary. This lets us understand the importance in the
application levels of different techniques and ideas which has been tested and proved
in different parts of the world. High levels of communication are always required in
this situation and better understanding of comradeship is also developed as a result.
This could also lead to development in both Organisational and Personal grounds.
Tesco recruitment process involves almost all of the above discussed methods. Some
of them are interview, questionnaires, and aptitude and attitude tests. There are three
important legs in the Management Development program adopted by Tesco which are
Core skills programme, Winning in Europe and Excel programme. Core skills are soft
skills which are engineered to comfort customers and meet their requirements.
International exposure of Tesco is the chief ingredient of “winning in Europe”. Excel
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program consists of every program that will help the entire development of a manager.
It ranges from physical activities in-store to the role of an assistant manager of an
outlet. These methods adapted by the HR dept in Tesco plays effective role to achieve
the targets set by the management by ensuring smooth cooperation of all its
employees.
When the methods adapted by Tesco are evaluated, we can see that
the HR planning has been done carefully and to perfection. They
enrich the organisational objectives and values. The recruitment
process has many adavantages. As discussed before, the tests and
questionnaires help reduce time loss and have proven to be cost
effective. This helps Tesco maintain production costs to minimum
helping achive organisational objectives.
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4. Task3.CRITICAL ANALYSIS OF HR PERFORMANCE
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change grounds because the primary activity is education.
Therefore, they are opted for part time or weekend options which
would suit them and also meet the Tesco’s requirement.
Suggestions
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if identified at an earlier stage, it could save cost of recruitment for
more managers. Tesco should also advertise available vacancies
through job centres.
1. CONCLUSION
2. REFERENCE
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6. www.shvoong.com/internet-and-technologies/business-
economy/1628434- forecasting-hr-supply-demand/(07-09-09)
7. www.srds.co.uk/cedtraining/handouts/hand22.htm(05-09-09)
8. www.tescoplc.com/(04-09-09)
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